Articles on Personnel Management
Personnel management includes - obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.
There are 3 components of Personnel Management, namely - Organization, job and people.
Job analysis is primary tool in personnel management. There are two outcomes of job analysis - Job Description and Job Specification.
Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
There are several performance appraisla tools available to evaluate employees performance. The important performance appraisal tools are discussed in detail.
Managers commit mistakes while evaluating employees and their performance. Biases and judgment errors of various kinds may spoil the performance appraisal process.
Performance appraisals need to be communicated to employees in a proper way otherwise it might causes anxiety amongst employees. Let us understand how performance appraisal needs to be communicated among employees.
Appraisal letters cause a lot of anxiety and sometimes disappointment among employees. Let us go through few tips on how to handle employees after performance appraisals.
Performance appraisals determine the pay and perks as well as the nonmonetary motivators such as promotions and challenging assignments in addition to reward and recognition systems. Thus, it is important to conduct performance appraisals professionally and with care and caution so that all stakeholders, whether they are the employees, the managers, or the HR managers are all on the same page as to the final rating and the subsequent monetary and nonmonetary incentives.
Human-powered performance appraisal systems suffer from biases and subjectivity. Automating the process with responsibility can ensure that the system becomes more transparent and accountable. Also, organizations can use automation to actualize scale and synergies thereby making it more efficient. Apart from this, the entire performance appraisal system can be data-driven making it rigorous and objective so that all stakeholders are convinced at the end of the process.
Employees often leave managers instead of organizations due to differences in the performance ratings. This is where data-driven approaches can help as they remove or reduce the biases and the subjective part. Having said that, no appraisal system cannot be solely data-driven as the final rating is often based on the managerís call. This is where Algorithmic driven approaches can help in allaying the concerns of employees based on the relative rating system. This article examines these themes from multiple perspectives.
Often, corporates struggle to meet their CSR commitments. By making each employee a stakeholder in CSR outreach programs, corporates can actualize better outcomes. An excellent way to do this is by incentivizing each employee through performance appraisals to take part in CSR outreach programs. There are some practical problems in measuring the success as well as in motivating the employees. On the other hand, by making CSR commitments as part of performance appraisals, corporates can take the first steps towards better outcomes.
Job evaluation is a process of determining the relative worth of a job. Job evaluationis a process which is helpful even for framing compensation plans by the personnel manager
Personnel Records are records pertaining to employees of an organization. Personnel records are maintained for formulating and reviewing personnel policies and procedures. Complete details about all employees are maintained in personnel records
Maintaining healthy employee relations in an organization is a pre-requisite for organizational success. Employee Relations Issues and Ways of Improving Employee Relationd are discussed in detail.
Employees stress is a growing concern for organizations today. Symptoms, Causes and Strategies for managing stress at workplace are discussed in details.
Employee Stress is negatively correlated to their work performance. More the level of stress, Lower is the performance. Even a little bit of stress will inhibit employees work performance.
Modern workplaces are very demanding both for the employees as well as the employers. Recent research has shown that there is a worldwide dip in productivity among employees due to the combination of technology, stress, burnout, and fatigue. This article discusses these problems and suggests some measures that both employers and employees can implement as a way of addressing these problems and actualizing a healthier and happier workplace.
Learn in detail about - Employee Discipline, Positive and Negative Discipline, Featurs of a Good Disciplinary System and the Penalties for Misconduct/Indiscipline
Grievance is a feeling of dissatisfaction which an employee experiences. Learn in detail about Employee Grievance, factors that result in employee grievance and effective ways of handling grievance
Training implies enhancing the skills/knowledge of the employees for performing a task. Learn in detail about the Benefits of Employee Training and Steps in Employee Training Programme
Trainings help employees enhance their capabilities and acquire new learnings, skills and knowledge. Let us go through various training methods used to train employees at the workplace.
360 degree feedback also known as multi-dimensional feedback is a system by which an individual gets a collective feedback from his superiors, subordinates, co-workers, customers and various other members with whom he interacts.
It is essential that an organization should be prepared for 360 Degree feedback. Not only the organization, but also the candidate should be prepared for accepting it.
The broad idea behind a three sixty-degree feedback mechanism is to arrive at an overall picture regarding the employee performance taking inputs from key stakeholders. Let us discuss the process in a little detail to argue better regarding the merits and de merits.
Authorship/Referencing - About the Author(s)
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